Faculty Recruiting and Retention Panel Jack Stankovic, Virginia Eric Roberts, Stanford Stu Zw eben, Ohio State
Outline � Purpose/mechanics of study � NSF funded; CRA supported � Recruitment - data analysis (Eric) � Retention - data analysis (Stu) � Recommendations (Jack) � Feedback/Discussion/Ideas/Other Problems
Purpose of Study � Widespread concern and difficulties of R and R of faculty � similar problems in early 1980s Fiction Fact Perception Reality
Purpose of Study � Dot.com crash - problem has abated (?) � what really happened � what is happening now � propose long term tracking of R and R issue � identify data to collect � recommendations
Mechanics of Study � Survey of Department Chairs � 21 from 108 (NRC ranking) - all ranks � Survey of Department Chairs - Undergraduate Colleges � sent to all departments � 104 surveys completed � Survey of New Faculty Hires � 50 surveyed (34 responded) � Survey of Recent Job Changers � 64 faculty surveyed (38 responded) � Survey of Faculty Search Committee - PhD � 30 (21 responded)
Mechanics of Study � Taulbee Data � Three Workshops � Report to be published � CRN newsletter article
Committee � Aspray (CRA) � Lewis (Colorado) � Carver (La. State) � Roberts (Stanford) � Gear (NEC) � Stankovic (Virginia) � Grosz (Harvard) � Walker (Grinnell) � Hartmanis (Cornell) � Weyuker (ATT/NYU) � Jesse (AAAS) � Zhao (Texas A and M) � King (Houston) � Zweben (Ohio State)
Target Audiences � Faculty � Department Chairs, Deans and Provosts � research vs teaching institutions � NSF, DARPA, … � Graduate students � Professional Organizations � Industry
Recommendations - Recruiting � Environment � Personal � Process � Increase Pool of Good Candidates
Environment � Improve the quality of grad students. Have sufficient numbers of PhD students. Create good grad student/faculty working atmosphere. Difficult because of a catch-22 � Have a department vision/strategic plan and show how the candidate would fit. Show special interaction with colleagues in the same or related areas. If none, explain plan for this area of research. � Improve the collegial atmosphere of the department.
Personal � Offer competitive salary . � Establish mechanisms and direct support for help with solving 2-body problems. � Exploit positive aspects of geographical location (if possible).
Personal � Establish competitive teaching loads. � Have a multi-year plan for support of new faculty � mentors, � extra research support, � lab space and equipment. � have a structure/approach in place to aid faculty in obtaining grad students fast!
Process � Demonstrate a high quality intellectual atmosphere during the interview possibly by having meetings by technical area groups rather than the more traditional 1/2 hour slots. � Make sure faculty and grad students at talk
Process � Deans should be encouraged to permit more offers than openings given that the success ratio is low (33%).
Process � Time to allow for response from candidate? � Dept should be realistic in interviewing and if opportunity arises to invite stars do so late in the season so that it is clear that the person is still interested � Build on strength
Increase Pool � Look for people in non-traditional places: industry, overseas, and with degrees in other related fields (especially if these fit with multidisciplinary activities). � Create a plan and institute it for attracting and retaining women and minorities. � Build pipeline
Retention � Prevention � Reaction
Retention � Initiate preventative measures to retain faculty. � Improve culture/collegiality � Quality of grad students � Ranking � Salary � Mentoring � Teaching loads � Reward effective faculty (early promotion, etc.)
Retention � Teaching institutions must pay competitive salaries. � Continue to monitor and solve 2-body problems. � Men and women value different things - take that into account � Provide collaborative work environments. � Deans must be proactive, not reactive.
Retention � Take actions to retain best faculty � counteroffers are tricky
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